Introduction to Human Resource Management PDF
Added on 2021-04-16
17 Pages4311 Words76 Views
Professional DevelopmentLanguages and CulturePolitical Science
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Running head: INTRODUCTION TO HUMAN RESOURCE MANAGEMENTIntroduction to Human Resource ManagementName of the Student Name of the University Author Note
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1INTRODUCTION TO HUMAN RESOURCE MANAGEMENTTable of Content Introduction......................................................................................................................................3Task 1:.............................................................................................................................................3Two people management issues Sport Direct is currently facing and discussing how functionalHR department can proactively manage them effectively...............................................................3Task 2:.............................................................................................................................................5Outlining with example how HR department within Sports Direct can successfully implement aviable HR planning process.............................................................................................................5Task 3:.............................................................................................................................................9One developmental activity a functional HR department within Sports Direct can implement toeffectively enhance employee performance -500 words.................................................................9Task 4:...........................................................................................................................................11Implication of employment legislation on the current practices of Sports Direct -.......................11Conclusion and Recommendation.................................................................................................13
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2INTRODUCTION TO HUMAN RESOURCE MANAGEMENTIntroductionThis report provides a detailed analysis of HR practices at Sports Direct, UK. Thesuccess of an organization widely depends on its Human Resource Management, as it plays acrucial role in meeting the organizational objectives. HRM is a significant organizationalfunction, which usually deals with the issues related to people; particularly in the section ofperformance management, benefit, employee motivation, safety, communication, compensationand in some other related areas. The present report identifies the challenges in these sections atSports Direct. The purpose of the report is to identify the challenges in the current HRdepartment and develop solutions about how a functional HR department can resolve the currentHR issues experienced by Sports Direct. Task 1: Two people management issues Sport Direct is currently facing and discussing howfunctional HR department can proactively manage them effectively The case study on Sports Direct implies that even though SD (Sports Direct) achieved atremendous growth in the business expanding in Europe and UK, the performance of the firm ison the fragile stage, due to series of allegation regarding unfair wages, unethical workplace,unpaid time taken and penalizing ill staff. Another significant issue found in Sport Direct’s workpractice is the racial discrimination at the workplace, where a staff claims that SD is prohibitingthem to speak Welsh language, as company’s official language is English. These issues are vitalto managerial practices in Sport Direct, as although the organization has a competitive positionin the market, employees’ dissatisfaction and improper HR practices would take no time to pull
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3INTRODUCTION TO HUMAN RESOURCE MANAGEMENTthe organization down to its toe. This is because human resource is the backbone of anyorganization (Kitching and Smallbone 2012).Thus, discrepancies in the HR department in a largeorganization like Sports Direct could be a “corporate shame”, which certainly tarnishes thepublic image of the brand and further leading to loss of loyal customers. The case study clearly indicates that employment relation at Sport Direct has to bedeveloped with an extending focus, as the above-mentioned issues are associated with theworkforce only. Thus, being in functional HR department, HR heads of Sport Direct needs tocome into the discussion with employee union considering two significant variables-employment relation and welfare management. Sports Direct, in order to strengthenemployment relation and welfare policies, should negotiate with employee union heads, wherethe needs and demands of two parties would be discussed. More specifically, the managementneeds to involve the union heads; so that whenever a new HR policy is formed, it canimmediately be conveyed to the employees through union heads. The issues presented aboveimply that there is a lack of communication between HR management and employees.Consequently, employees’ needs are unheard and there is a robotic culture at the workplace,where employees only follow the commands of management. Moreover, due to the layers ofmanagement in Sports Direct, workers find it difficult to approach the management for sharingtheir views. However, it is not easy for management to reach 18000 employees individually tohear them. Thus, organization needs a convenient channel- which union, approved by both HRdepartment and employees. Whenever, an employee encounters a workplace challenge, he/shecan directly contact the union leader to pass the message to the management. Likewise,whenever a new policy is formed by management - such as the incentives for additional hours
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